Commitment to diversity, equity and inclusion

Our Diversity, Equity and Inclusion strategy is centred on three key pillars:

• We experience an inclusive culture so that our customers can:  We create an environment where everyone feels they belong and that their perspectives are valued in delivering better experiences and outcomes for our customers. 
• We have equitable opportunities to grow: Everyone has fair and equitable access to career and development opportunities resulting in diverse representation at leadership levels. 
• We feel safe, supported and valued: Everyone recognises and understands the impact of inappropriate behaviours at work and takes effective action when something doesn’t feel right to ensure every individual is treated with care, dignity and respect. 

The DEI strategy is grounded in primary prevention, addressing attitudes, behaviours and norms that perpetuate inequality. Respect Lives Here is our key prevention initiative designed to help us build a shared understanding of respectful and disrespectful behaviours at work, the impacts they have, and the practical actions our people can take to be effective bystanders when they see or hear something that does not feel right.

Respect Lives Here is informed by our people’s lived experiences, and draws on the evidenced-based work of Our Watch, Griffith University and the University of New South Wales. Through education and leader-led discussions, Respect Lives Here addresses the attitudes, behaviours and standards that enable our people to foster a positive team culture and prevent harmful behaviours, such as sexual harassment or marginalisation at work.

Learn more about how we are supporting our customers, our people and the communities that we serve. 

We set goals to support our commitment to advance gender and cultural representation across leadership roles, and to achieve Indigenous employment parity. Our Accessibility and Inclusion Strategy outlines our commitment to improving accessibility for people with disability, people who are neurodivergent and carers.

Our goals may be reviewed and changed from time-to-time. Currently, they are:

• Gender diversity in leadership: 47% – 50% gender equality in Executive Manager and above roles by 2025; a goal that is gender inclusive of people who do not identify with a binary gender (male or female). Learn more about gender diversity at CommBank.
• Gender diversity on our boards: 40% female/40% male/20% any gender at CBA and subsidiary board level. 
• Gender diversity in our workforce: No less than 50% female representation in CBA’s workforce overall.
• Cultural diversity in leadership: 40% cultural diversity representation in Executive Manager and above roles by 2028. 
• Indigenous employment parity: 3% Aboriginal and/or Torres Strait Islander representation in our domestic workforce by December 2026.
• Accessibility: Our Accessibility and Inclusion Strategy 2024 – 2026 outlines the steps we continue to take to demonstrate our commitment.

As part of our commitment to transparency and disclosure of our diversity, equity and inclusion activities, we report our progress against our key goals, initiatives and measures, including goals for the previous financial year in our Annual Report.

2023 Financial Year: Key Diversity Metrics

As at 30 June 2023, women represented:

• 44% of Executive Manager and above roles, compared to 43.1% as at 30 June 2022.
• 45.1% of Manager and above roles, compared to 45.5% as at 30 June 2022.
• 54.4% of our overall workforce, compared to 55.2% as at 30 June 2022.
   

As self-nominated in the Group’s annual people and culture survey in September 2022:

• 1% of our workforce most strongly identified with Australian Aboriginal and/or Torres Strait Islander ancestry.
  
• 7.6% of our employees identified as living with a disability.
• 5.1% of our employees identified as LGBTI and/or gender non-binary.
• 84.9% of our employees worked flexibly.
• 59.4% of our employees had caring responsibilities.

Refer to our 2023 CBA Annual Report for more information on our progress and diversity metrics.